THE CENTRAL INTELLIGENCE AGENCY RETIREMENT ACT OF 1964 FOR CERTAIN EMPLOYEES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP92-00455R000300040051-3
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 17
• Document Creation Date: December 12, 2016
• Document Release Date: February 8, 2002
• Sequence Number: 51
• Publication Date: March 10, 1966
• Content Type: BULL

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10 March 1866
PUBLIC LAW 88-643 "The Central Intelligence Agency Retirement Act of
1964 for Certain Employees"
Paragraph 12 of the Headquarters Employee Bulletin dated 30 July
1965, same subject, is reprinted below. Subparagraph 12c has been
revised to update information concerning transfer to the Civil Service
Retirement System shortly before mandatory retirement under the CIA
Retirement System.
12. THE CIA SYSTEM AND THE INDIVIDUAL WITH 15 OR MORE YEARS OF AGENCY
SERVICE
a. Any individual who has 15 or more years of Agency service and is
otherwise qualified for participation in the C:IA system but who
has less than 5 years of "qualifying service" will not be desig-
nated to the system until he has completed his 5 years of "qual-
ifying service. Once this requirement is met, his Career Serv-
ice may nominate him for designation if he is still otherwise
eligible. He must then exercise his choice between remaining
in the CIA system or completing his Agency service under the
Civil Service system.
b. Any individual who is already eligible for optional retirement
under the Civil Service Retirement System and who is also qual-
ified to be designated a participant in the CIA system may ex-.
ercise the choice of becoming a participant and immediately
retiring under the CIA system. However, there are a few cases
in which Civil Service annuity would be larger than a CIA an-
nuity because the maximum annuity is higher under Civil Service
(80% rather than 70%). Generally, the higher maximum annuity
makes the Civil Service Retirement System more favorable to the
employee who has 36 years and 10 months or more of service. The
CIA Retirement Staff will pay close attention to this factor in
processing cases and will advise the individual of the respective
annuities.
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C. After making a choice to remain within the CIA system on or
after the 15th anniversary of Agency service, a participant
may not as a matter of right elect to return to the Civil
Service Retirement System. However, as a matter of policy,
the CIA Retirement Board has'agreed that a participant who,
at his mandatory retirement date under the CIA Retirement
System, would receive a larger annuity were he retired under
the Civil Service Retirement System, may apply to be trans-
ferred to that system. This situation can only arise with
an employee who will have more than 36 years and 10 months
of creditable Federal service at his mandatory retirement
date. Since the transfer would be for the sole purpose of
providing the employee who has such seniority in Federal
service with a larger annuity, he will be expected to retire
by the end of the month in which he reaches his mandatory
retirement date had he remained in the CIA Retirement System.
The Civil Service Retirement System requires that an employee
must have been under that system for at least one year during
the two years immediately preceding retirement under that
system. Therefore, a participant who desires to apply for
transfer to the Civil Service system for the purpose of re-
ceiving a larger annuity under the conditions described above,
should do so approximately 15 months before his scheduled
retirement date.
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12 AUG 1965
30 July 1965
PUBLIC LAW 88-643 "The Central Intelligence Agency Retirement Act of
1964 for Certain Employees"
1. Public Law 88-643, titled "The Central Intelligence Agency Retire-
ment Act of 1964 for Certain Employees," represents the first major
action in establishing a "system" within the Agency which recognizes
the special character of the service performed by employees concerned
with the conduct or direct support of clandestine and covertactivities.
This law, enacted by the 88th Congress, offers special benefits to
those Agency employees "whose duties are determined by the Director
to be (i) in support of Agency activities abroad, hazardous to life
or health and (ii) so specialized because of security requirements
as to be clearly distinguishable from normal Government employment."
2. It is an objective of the Central Intelligence Agency to develop
a career program designed to meet the special circumstances and require-
ments of a career in the type of Agency service described in this act
and elaborated in recently approved "CIA Retirement and Dis- 25X1A
ability Program." The implementation of this act by the 88th Congress
is a significant and essential step toward this objective.
a. Heretofore, employees of the Agency have been covered by the Civil
Service Retirement System. The benefits of this system are appro-
priate for those individuals whose conditions and terms of service
are comparable to those of Federal employees generally. All em-
ployees will continue to initiate their careers in the Agency under
the Civil Service system. Those who are not designated to partic-
ipate in the CIA system will remain in and be retired under the
Civil Service system. The attached chart describes and compares
the principal provisions of the Civil Service Retirement System
and the CIA Retirement and Disability System.
GROUT' 1
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b. Early in an Agency career the individual who meets the primary
requirements of "serving in a career field which normally requires
the performance of minimum period of qualifying service as an in-
tegral part of a career in that field" will usually be moved out
of the Civil Service system and into the CIA system. To ensure
that he continues to qualify as a participant in the CIA system,
his record will be reviewed periodically (at the fifth and tenth
anniversary of designation as a participant and at the fifteenth
anniversary of his entrance on duty in the Agency). Such reviews
will confirm that he meets the criteria for participation in the
system and has in fact served required minimum periods of qualifying
service. When he has completed fifteen years of service in the
Agency and has met all of the requirements of the CIA system
(normally including 5 years of qualifying service), he will be
able to exercise a choice to remain in the CIA system for the
remainder of his career or to request his return to the Civil Serv-
ice system. The latter involves the transfer of finds and records
from the CIA system to the Civil Service system; for this and other
reasons, the exercise of this choice will normally be permitted only
once.
1+. EARLY RETIREMENT UNDER THE CIA SYSTEM
a. The Agency decision to request "early retirement legislation" for
certain of its employees was based on extensive study of the prob-
lems of security, cover arrangements, and health which are encountered
in carrying out many of the Agency missions in foreign areas. This
study revealed that these problems tend, in most cases, to become
acute beyond the age of 50, that the skills and experience acquired
abroad are not readily utilized in any quantity in headquarters, and
that the interest of the Agency and the individual would, in some
cases, be served by the individual's retirement from the Agency at
the time that his effectiveness in this type of service was being
reduced because of security, cover, and health problems.
b. The basic provision of the new CIA Retirement Act is that it permits
an individual at age 50, with 20 years of Government service, in-
cluding 10 years of Agency service and 5 years of "qualifying service"
to retire without a reduction in annuity for age. In contrast, when
an employee under the Civil Service system of comparative age and
service (whether Agency or "qualifying" is not relevant) is termi-
nated, if termination is not for cause, he becomes eligible for an
immediate but reduced (15% in the case of the individual age 50)
annuity. In Congressional hearings leading to the enactment of
"early retirement" legislation, the problems of security, cover, and
health which are encountered and reduce the effectiveness of an offi-
cer beyond the age 50 were emphasized and weighed heavily with
Congressional sponsors and supporters of the act.
2
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c. The underlying premise of the CIA Retirement Act is that the com-
bination of the problems encountered in performing "qualifying
service" beyond the age of 50 and the inducements of early retire-
ment benefits under the CIA system would result in a sufficient
number of voluntary retirements at or soon after age 50 to permit
the Agency to maintain an appropriate balance in the career groups
performing the service related to this act. The provision for in-
voluntary retirement under the act is to ensure that any necessary
further adjustments can be made with equitable annuities. Implicit
in the CIA Retirement Act then is the intent of the Agency to
achieve a higher incidence of retirement at or soon after age 50
from within the ranks of the CIA system than from the Civil Service
system. Thus, the choice exercised by the individual in the CIA
system after 15 years of Agency service is an important one. A
choice to remain in the Agency system automatically places him in
a category of careerists from which a higher rate of early retire-
ments, whether voluntary or involuntary, will occur; this choice
also assures him of whatever career advantages--including those
provided by the CIA Retirement Act--accrue from being a member of
this group of careerists. A choice not to remain, however, pro-
vides no assurance of a longer career.*
5. "QUALIFYING SERVICE" FOR PARTICIPATION IN THE CIA SYSTEM
a. To enter the CIA system the individual must have demonstrated intent
early in his career, to perform what is described in the broad lan-
guage of section 203 of Public Law 88-643 as "qualifying service."
To remain in the CIA system he must periodically have performed
minimum periods of "qualifying service." And to be eligible for
retirement under the CIA system he must have completed at least 5
years of "qualifying service."
The National Security Act of 1947 provides the Director authority in
his sole discretion to terminate the employment of any individual when
in his judgment it is necessary or advisable in the interests of the
United States to do so. This authority is applicable to all employees
of the Agency. Thus, an individual's position with respect to termi-
nation of employment by decision of the Director is the same under
both systems.
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goes much further than Public Law 88-643 in defining
c. For example, most duty performed overseas (outside of the 48 con-
tinental states and the District of Columbia) is "qualifying serv-
ice." However, there may be a few instances in which service over-
seas will not be considered "qualifying service."
"qualifying service" and provides sufficient criteria for judging
in most instances the qualifications of an individual for en-
trance into, remaining in, and being retired from the C:LA system.
However, both the act and the regulation permit, and indeed re-
quire, considerable interpretation in their application to a
limited number of employees whose duties do not, for one reason
or another, fit neatly into the easily identified types of "qual-
ifying service."
d. The act and the regulation also permit service in the United States
which is performed under conditions similar to those of service
overseas to be considered "qualifying service." Precise criteria
cannot be established for determining the conditions of domestic
service which would place such service in a qualifying category.
These standards will evolve in a case-by-case review of those
few individuals nominated for participation on the strength of
domestic service believed by their Career Services to be "qual-
ifying." Such unusual circumstances as extremely adverse living
and working conditions, and demonstrable hazard to life or health
may be pertinent to these determinations.
also contains in subparagraph b(11)(c) a criterion of
"qualifying service" based on the performance of duty "on a con-
tinuing basis which would place the individual at a distinct
disadvantage in obtaining other employment...." Application of
this standard requires determinations based on conditions at a
time when the individual seeks to enter other employment and on
retrospective consideration of his Agency career in light of
current conditions. This standard was included to provide for
those rare cases when the Agency might be obliged to release,
short of normal retirement age of 60 or so, an individual whose
Agency experience was completely unrelated to any other field
of employment or who could not be permitted to give even general
information defining the scope, level, and nature of his Agency
experience.
f. Clearly the Agency has been given the broadest possible latitude
for defining "qualifying service" to permit granting the benefits
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0 I
of the CIA system to those employees whose service merits such
benefits. While the standards for determining "qualifying serv-
ice" will be more clearly defined with experience in applying
the act and the regulation, it is unlikely that they will become
so precise that a factor of judgment will not be required. Ad-
ditionally, the dynamics of intelligence work in a changing world
demand that the criteria in making judgments in the context of the
act be periodically reviewed.
a. The CIA Retirement and Disability System not only provides sub-
stantially all of the benefits of the Civil Service Retirement
System but in addition offers the following distinct advantages:
(1) Voluntary Early Retirement: A participant in the system
may, with the consent of the Director, retire upon reaching
age 50 if he has at least 20 years of creditable Federal
service including at least 10 years of Agency service which
includes at least 5 years of qualifying service.
(2) No Reduction in Annuity for Retirement Before Age 60: Under
the Civil Service Retirement System, all retirement below
age 60, except disability retirement, requires a reduction
in annuity. The reduction is 1% of annuity for each year
the retiree is under age 60 to age 55, and 2% of annuity for
each year he is under age 55. There is no reduction in an-
nuity under the CIA Retirement System before reaching 60.
(3) More Liberal Annuity Computation Formula: Under both the
CIA and the Civil Service Retirement Systems, an annuity
is based on the individual's "high-5 salary," that is, his
average salary for his highest paid 5 consecutive years of
service. However, under the Civil Service Retirement System,
the annuity is computed at 1.5% for the first 5 years of
service, 1.75% for the second 5 years, and 2% of high-5 for
all remaining years of service. Under the CIA Retirement
System, the annuity is computed at 2% of high-5 for all
years of service.
GROUP 1
Excluded from automatic
downgrading and
declassification
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C-O-N-P-T-D-E-N-T-I-A-L
7. THE ROLE OF THE CIA RETIRE BOARD
The implementation of the CIA Retirement Act is being carried out
under the supervision of a CIA Retirement Board comprised of senior
Agency officials nominated by the Deputy Directors and appointed by
the Director to assist and advise the Director of Personnel in the
administration of the CIA Retirement and Disability System. A CIA
Retirement Staff has been established in the Office of Personnel to
provide staff and secretariat support in the administration of the
CIA Retirement System. At least initially the CIA Retirement Board
is dealing exclusively with the implementation of the new act. This
board and its functions are quite separate and distinct from. the
established Agency Retirement Board which handles retirement matters
under the Civil Service Retirement System.
8. INFORMATION ON THE CIA RETIREMENT ACT
During the past few weeks personnel officers in all components of the
Agency have been briefed and provided the regulations and administrative
information covering the CIA Retirement Act. Detailed information can
be obtained from the Agency component personnel officers.
9. ACTION REQUIRED BY THE EMPLOYEE
Unless an employee is or soon will be fifty years of age, is otherwise
qualified, and desires to retire voluntarily in the near future under
the CIA system, no action is required by the individual employee at
this time. All career employees now on duty with the Agency who have
completed three or more years of service in the Agency and who are at
least 25 years old will be automatically considered for designation
in the CIA system. Because of the number of employees involved, this
process will probably take many months to complete. The reviews will
be phased so that those employees will be considered first who may
now, or soon hereafter, be eligible for retirement. Successively
lower age groups will then be reviewed. The individual will formally
be notified when action has been taken in his case.
10. DESIGNATION TO THE CIA SYSTEM
Normally, designation of an employee with less than 15 years of Agency
service to the CIA system will be largely an administrative action on
the direction of the Director of Personnel who acts on the recommendation
of the Head of the individual's Career Service. While the procedure
provides for prior notification and individual appeal to the Director,
the action of designation to the CIA system, in contrast to the choice
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made by the employee in the CIA system at the conclusion of 15 years
of Agency service, is not a critical milestone in the career of an
Agency employee with less than 15 years of Agency service. Its im-
portance stems from the fact that this action constitutes the for-
malization of status as a participant in the CIA system. For the
employee who has already achieved a minimum of 15 years of Agency
service, who is otherwise qualified, and who is designated to become
a participant in the CIA system, notification of his designation
will in fact coincide with his opportunity to exercise the choice
provided for at the 15th anniversary of the employee already in the
CIA system.
A new Service Agreement, Form 3101, is the instrument which the em-
ployee must sign in assuming the obligation to perform the "qual-
ifying service." For the present the existence in the file of a
signed Career Staff form, long in use in the Agency, may be used in
lieu of the new form. Form 3101 will be used whenever a new Service
Agreement is required.
12. THE CIA SYSTEM AND THE INDIVIDUAL WITH 15 OR MORE YEARS OF AGENCY
SERVICE
a. Any individual who has 15 or more years of Agency service and is
otherwise qualified for participation in the CIA system but who
has less than 5 years of "qualifying service" will not be desig-
nated to the system until he has completed his 5 years of"qual-
ifying service." Once this requirement is met, his Career Serv-
ice may nominate him for designation if he is still otherwise
eligible. He must then exercise his choice between remaining
in the CIA system or completing his Agency service under the
Civil Service system.
b. Any individual who is already eligible for optional retirement
under the Civil Service Retirement System and who is also qual-
ified to be designated a participant in the CIA system may ex-
ercise the choice of becoming a participant and immediately
retiring under the CIA system. However, there are a few cases
in which Civil Service annuity would be larger than a CIA annuity
because the maximum annuity is higher under Civil Service (80%
rather than 70%). Generally, the higher maximum annuity makes
the Civil Service Retirement System more favorable to the em-
ployee who has 36 years and 10 months or more of service. The
CIA Retirement Staff will pay close attention to this factor
in processing cases and will advise the individual of the re-
spective annuities.
GROUP I
Excluded from outomatic
downgrading and
declassification
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C-O-N-F-I-D-E-N-T-I-A-L
c. After making a choice to remain within the CIA system on or after
the 15th anniversary of Agency service, the individual may not
again return to the Civil Service Retirement System. However, as
a matter of policy, the CIA Retirement Board has agreed that a
participant may, not later than one year prior to his retirement,
apply to be removed from the system and transferred to the Civil
Service Retirement System provided his annuity would be larger
under the Civil Service Retirement System. (An employee must
have been under the Civil Service Retirement System for at least
one year during the two years immediately preceding retirement
under that system.)
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COMPARISON OF PRINCIPAL PROVISIONS OF THE
CIVIL SERVICE AND CIA RETIREMENT SYSTEMS
NOTE: This chart has been prepared to give only general information about these two retirement systems.
The presentation is necessarily simplified and many technical points are not covered.
Contributions to
Retirement Fund
Computation of Annuity
Civil Service Retirement
(CSR)
By employee: &oof basic pay
By Agency 6oof basic pay
- - - - - - - - - - - - - - - -
Based on average salary for highest
paid consecutive five years of serv-
ice ("high-5") and years of credit-
able service.
l %o of high-5 times first 5 years
of service + 1 3/1+% of high-5 times
second 5 years of service + 2% of
high-5 times remaining years of
service.
80% of high-5
(attained at 1+1 years 11 months
of service)
CIA Retirement
(CI1gR)
2% of high-5 times years
of service.
70% of high-5
(attained at 35 years
of service)
H
CIAR annuity is 3.75%
of high-5 more than an
annuity computed under 13
the CSR formula. F-f
CSR's maximum is higher,
but because of differ-
ence ?
in annuity formula,
it would take about 36
years 10 months of serv-
ice under CSR to earn
the CIAR maximum annuity.
A CIAR participant eli-
gible for a higher an-
nuity under CSR may re-
quest transfer to that
system.
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Computation of Annuity
cont'd
Cost-of-living
Adjustment
Reduction for age
Special adjustment
(1962 Pay Act)
0
Civil Service Retirement (CSR)
Effective 1 April of any year
upon a price index rise of at
least 3f, annuities which began
earlier than 2 January of pre-
ceding year will be increased
by an equivalent percentage.
Annuity is reduced by 1% for each
year under age 60 to age 55, and
2% for each year below age 55.
This reduction does not apply in
the case of disability retirement.
The Federal Salary Reform Act of
1962 provided special percentage
increases in Civil Service an-
nuities on a decreasing scale
over a 5-year period. Adjustment
for 1965 retirements is 2%, for
1966, 1%. None after 1966.
CIA Retirement (CIAR)
No reduction for age for
any type of retirement.
A substantial reduction
may occur under CSR,
for example, 15% at
age 50.
9
No similar provision.
As indicated, this was
a special provision of
the 1962 Pay Act for
Civil Service annu-
ities only.
Optional (Voluntary)
Available at:
Retirement
Age 60 with
Age 62 with
Age 55 with
30 Years'
5 years'
30 years'
service;
service;
service,
Available at age 50 with
LIAR permits voluntary
20 years' service, -
inl iud- retirement with full
ingy10 years' Agency serv- earned annuity 10 years
ice of which 5 years are
40
but earned
5%.
annuity reduced by
earlier than CSR.
qualifying, upon applica-
tion and with consent of
DCI.
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f r
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Involuntary Retirement
(Discontinued
Service)
Disability Retirement
" Mandatory (Age)
$Ix
Retirement
G 0 M A
~oS0
a
* 10 C
Z;
CL
0
Civil Service Retirement (CSR)
Immediate annuity available if
involuntarily separated, not for
cause, if:
Any age with 25 years' service;
Age 50 with 20 years' service.
Earned annuity reduced propor-
tionately for years under age 60.
Available at any age with 5 years
of service.
Guaranteed minimum annuity is the
lesser of:
(1) 400 of high-5; or
(2) annuity computed by extend-
ing service to age 60.
Under Federal income tax, the
"sick-pay" exclusion (up to $100
per week) is applicable to dis-
ability annuity up to optional
retirement age.
- - - - - - - - - - - - - - - - -
Required at age 70 with 15 years
of service. (However, the Agency
expects employees to retire when
eligible for optional retirement
without age reduction in annuity
unless requested to remain in
service.)
- - - - - - - - - - - - - - - - -
CIA Retirement (CIAR)
Involuntary retirement at
the discretion of the DCI
if:
Any age with 25 years'
service; or age 50 with 20
years' service. In either
case, must have 10 years
of Agency service includ-
ing 5 years of qualifying
service.
- - - - - - - - - - - - -
Required at:
Age 65 if GS-18 or above;
Age 60 if GS-17 or below.
The DCI may extend a par-
ticipant's service for not
more than 5 years.
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CIAR discontinued
service annuity has
no reduction for
age.
9
Although mandatory re-
tirement ages are not
the same, in most cases
age 60 is the age when
most employees are ex-
pected to retire.
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Item Civil Service Retirement (CSR) CIA Retirement (CIAR) Comments
Deferred Annuity
Survivor Annuity to
Spouse of Retired
Employee
An employee who is separated
before becoming eligible for an
immediate annuity but with 5 years
or more of service may elect to
leave his contributions in the
Retirement Fund and receive an an-
nuity at age 62.
If employee had five or more years
of service:
Widow or dependent widower re-
ceives 55% of deceased employee's
earned annuity. This annuity
terminates upon death or remar-
riage or when dependent widower
becomes capable of self-support.
Annuity provided for each unmar-
ried child up to age 18, or over
age 18 if incapable of self-
support, or to age 21 if full-
time student. Amount of annu-
ity depends on whether there is
a surviving spouse and number of
children.
- - - - - - - - - - - - - - - - - -
At time of retirement, employee
may elect to receive a reduced an-
nuity to provide a survivor bene-
fit to spouse. Annuity terminates
on death or remarriage of sur-
viving spouse.
Surviving spouse receives 55% of
employee's earned annuity (or of
lesser base if employee elects).
(cont'd)
Same, except that partici-
pant must have 5 years of
Agency service.
survivor annuities are
larger under CIAR than
under CSR.
Because of difference
in annuity formula,
Because of difference
in annuity formula,
survivor annuities are
larger under CIAR than
under CSR.
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lj w
Survivor Annuity to
Spouse of Retired
Employee
(Cont'd)
Survivor Annuity to
Child of Retired
Employee
Refund of Contribu-
tions
Reemployment of
annuitant in
Federal service
Federal Employees
Group Life Insurance
Civil Service Retirement (CSR)
Employee's annuity is reduced by
2 % of the first $3,600 plus 10%
of balance.
Same as annuity for child of
employee-who-dies in-service.
An employee who is separated
with less than 5 years of service
may apply for a refund of con-
tributions. An employee with
more than 5 years of service may
elect a refund or a deferred
annuity.
- - - - - - - - - - - - - - - - -
Annuitant may be reemployed by
the Federal Government. Gener-
ally, his annuity is offset
against his salary.
- - - - - - - - - - - - - - - - -
This life insurance (not acci-
idental death and dismemberment)
may be continued free to a re-
tired employee if he retires on
an immediate annuity with 12 or
more years' creditable service,
or on account of disability.
I (cont'd)
CIA Retirement (LIAR)
There is an automatic refund
of contributions to an em-
ployee who is separated with
less than 5 years of Agency
service. An employee with
more than 5 years of Agency
service may elect a refund
-or a deferred. annuity. _ _ _
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 Approved For Release 2002/05/07 : CIA-RDP92-00455R000300040051-3
Item Civil Service Retirement (CSR) CIA Retirement (CIAR) Comments
Federal Employees
Group Life Insurance
(cont'd)
Federal-Employees
Health Benefits
The insurance, based on final
employee salary (not the annuity),
is reduced by 2% each month be-
ginning at age 65 or the date such
insurance as an employee would
otherwise terminate, whichever is
later. Maximum reduction is 75%
- - - - - - - - - - - - - - - - -
Annuitant may retain his health
benefits if he retires on an
immediate annuity with 12 or more
years' creditable service, or on
account of disability. Premiums
will continue at the same rate
and be withheld from the monthly
annuity payment.
Approved For Release 2002/05/07 : CIA-RDP92-00455R000300040051-3
0
 Approved For Release 2002/05/07 : CIA-RDP92-00455R000300040051-3: .
COMPARISON OF CSR AND CIAR MONTHLY
ANNUITY RATES
AGE 50 WITH 20 YEARS' SERVICE
HIGH - FIVE AVERAGE SALARY
Type of
$7,000
$8,000
9,000
$10,000
$11,000
$12,000
Annuity
CSR CIAR
CSR CIAR
CSR CIAR
CSR CIAR
CSR CIAR
CSR CIAR
A
180
233
205
266
231
300
257
333
282
366
308
400
B
175
227
200
260
225
292
251
322
275
352
300
382
C
98
128
113
146
127
165
141
183
155
201
169
220
HIGH - FIVE AVERAGE SALARY
Type of
$13,000
$14,000
$15,000
$16,000
$17,000
$18,000
Annuity
CSR CIAR
CSR CIAR
CSR CIAR
CSR CIAR
CSR CIAR
CSR CIAR
A
334
433
360
466
385
500
411
533
437
566
463
600
B
323
412
346
442
369
472
393
502
416
532
439
562
C
183
238
198
256
212
275
226
293
240
311
254
330
A - Annuity to a retired employee if survivor benefit is not elected.
B - Annuity to a retired employee with maximum benefit to surviving spouse.
C - Maximum benefit to surviving spouse of retired employee, or benefit to widow or
dependent widower of employee whose death occurs before retirement.
Note: CSR figures are based on Discontinued Service or Involuntary Retirement annuities
and do not include the percentage increases provided by PL 87-793 for individuals
retiring from January 1963 through December 1966, for example, 2% in 1965.
Approved For Release 2002/05/07 : CIA-RDP92-00455R000300040051-3